Sr. Director, Broker Consultant Relations (Remote)

The Senior Director, Head of Broker & Consulting Relations reports to the Managing Director, Head of Market & Enterprise Sales and owns Inspira’s national broker and consultant channel as a measured source of growth for the Health & Benefits business. Inspira has formal relationships with a small set of top national firms today; this role builds the strategy, coverage model, and measured contribution around them, and extends Inspira’s leadership-level footprint across the top national and regional firm landscape. The role operates at the leadership level of brokerage and consulting organizations rather than the individual account level - owning C-suite and practice-leader relationships, advancing Inspira’s standing as a preferred and strategically embedded partner, and converting that standing into qualified opportunity flow for Inspira’s Enterprise, Middle Market, and Small Market sales teams. Success is measured in channel-sourced pipeline and revenue, positioning gains at priority firms, win rate on broker-influenced opportunities, and depth of relationship where it matters most.

Duties & Responsibilities:

Channel Strategy & Growth

• Owns channel-sourced pipeline and revenue targets, and builds the reporting that makes channel contribution visible, forecastable, and defensible

• Sets the national broker and consultant strategy, including firm tiering, coverage plan, and investment level for each tier, and the roadmap for expanding formal relationships beyond the current anchor firms

• Owns the annual channel operating plan and presents strategy, investment, market intelligence, and performance to H&B and executive leadership

Executive Relationship Development

• Serves as Inspira’s primary executive relationship owner for strategic national and regional firms, personally cultivating relationships with C-suite executives, practice leaders, and regional presidents

• Designs and leads a structured leader-to-leader engagement program, pairing Inspira executives with counterpart leaders at priority firms on a recurring cadence

• Hosts and leads executive briefings, strategic reviews, and leadership summits with top-tier broker and consulting partners

• Chairs Inspira’s Broker Advisory Board — sets agenda priorities, recruits member firms, and ensures the board produces actionable input for Inspira leadership

• Serves as the executive escalation point for the highest-stakes broker relationship issues

Strategic Positioning

• Advances Inspira’s standing within priority firms as a preferred or strategically aligned partner, including pursuit of preferred-vendor status, early RFP visibility, and joint go-to-market opportunities

• Negotiates and formalizes strategic partnership agreements, service commitments, and mutual-growth frameworks with top firms, in partnership with Legal and Finance

• Secures differentiating positioning opportunities — co-branded thought leadership, joint speaking engagements, exclusive pilot programs — and represents Inspira as an executive presence at premier industry and broker events

Opportunity Conversion & Cross-Functional Alignment

• Partners with the Middle/Small Market and Enterprise sales leaders on account mapping and opportunity routing, and sets the rules of engagement between the channel and segment teams

• Joins finalist and executive meetings on broker-influenced pursuits where the relationship is material to the outcome

• Defines what brokers and consultants need from Inspira in order to sell us, and partners with Sales Enablement and Marketing, who build and deliver it

• Channels intermediary feedback into Product and Operations with a clear point of view on what would improve Inspira’s win rate in this channel

• Other duties as assigned.

People Leader Responsibilities:

• Manages 1-2 direct reports, with team growth tied to channel results and portfolio expansion

• Sets direction rather than managing activity - translates the H&B growth strategy into a channel plan with goals, metrics, and resourcing, and defends it to executive leadership

• Owns the number and the narrative: delivers results, and can explain what is working, what is not, and what they are changing in response

• Attracts, develops, and retains talent; recognizes strong work specifically and addresses underperformance early, in partnership with HR

• Operates as a peer on the H&B commercial leadership team - brings an informed point of view, disagrees productively before a decision, and commits fully once it is made